Workforce matters How to workforce plan to support integrated service improvement

1. Workforce matters How to workforce plan to support integrated service improvement NHS Integrated Service Improvement Programme

2. Aims • Provide and overview and a ‘taster’ of how to workforce plan using a NWP ‘6 step’ approach • Make the connections between service, finance and workforce planning • Begin to understand the roles of commissioners and providers in workforce planning • Sign post other tools, resources and support NHS Integrated Service Improvement Programme

3. National Workforce Projects and ISIP • Supporting NHS organisations achieve their workforce objectives by helping ensure they have the ability to effectively plan for future workforce needs, adapt to new ways of working and face future challenges NHS Integrated Service Improvement Programme

4. Six step methodology • Overview of workforce planning • Why use the ‘6’ step approach to workforce planning? • What resources are out there to help support you to workforce plan effectively? • Skills for Health • Workforce Review Team • Employers Organisation • Others NHS Integrated Service Improvement Programme

5. Six Step Guide Step 1 – Defining the workforce plan Who will you involve? What will you include in the plan? Step 2 – Visioning the future What will your service look like in the future? Step 3 – Assessing demand What numbers and type of staff will you need? Step 4 – Assessing supply Where will your staff come from? Step 5 – Action Planning Is the plan realistic, what will it cost? Step 6 – Implementation and review What will you do to make the plan happen? NHS Integrated Service Improvement Programme

6. Step one – Defining the workforce plan • Through the ISIP and service planning process you will have addressed some of these questions • Who needs to be involved in creating the workforce plan? • What timescale, client group, geographic area, services and staff are covered by the workforce plan? • What are the benefits that the workforce plan is trying to achieve? • How does this fit with your wider service change process? e.g. local service improvement plans Reason, function, scope and fit NHS Integrated Service Improvement Programme

7. Step two – Visioning the future • As part of the ISIP plan there will be a clear vision of what the future looks like. • In what way does the service vision incorporate the workforce requirements? • What external changes, such as organisational and service reconfiguration, does the workforce plan need to take account of? • What will your workforce of the future to look like? Visioning, goals, targets and objectives Scenario planning NHS Integrated Service Improvement Programme

8. How will the workforce plan be used in our organisations? • Who needs to be involved in creating the workforce plan? • What timescale, client group, geographic area, services and staff are covered by the workforce plan? • What are the benefits that the workforce plan is trying to achieve? • How does this fit with your wider service change process? e.g. local service improvement plans • What changes in the future will affect your services? • In what way does the service vision incorporate the workforce requirements? • What external changes, such as organisational and service reconfiguration, does the workforce plan need to take account of? • What will your workforce of the future to look like? NHS Integrated Service Improvement Programme

9. On your tables summarise how you would describe the findings you have discussed from step one and step two during an 2 minute elevator conversation with the CEO or the chair of your organisation. NHS Integrated Service Improvement Programme

10. Scenarios • On your tables agree which group of services/model of care you will focus on for the purpose of this exercise e.g. • Diabetes • Urgent care • 18 weeks – Trauma & orthopaedics, ENT • End of life care, palliative care • Mental health • Long term conditions NHS Integrated Service Improvement Programme

11. Step three – Assessing demand • What type and numbers of staff will you need? • What services will make up the delivery of your model of care? • How will you identify the competencies that staff need to deliver the model of care? • How do these competencies translate into staff roles and numbers? • How does the workforce plan include and reflect new ways of working and new staff roles? • How does the workforce plan maximise the benefits of agenda for change etc? • How are you demonstrating compliance with WTD, equality and diversity legislation? Impact, productivity, new ways of working NHS Integrated Service Improvement Programme

12. Step four – Assessing supply • Where will your staff come from? • How can we find out what staff we have got? • What do you know about your current labour market? • What staff do we have available now? What is does the staff profile tell us? • How can we find out the current skills and competencies of the staff? • What plans are in place to deliver future staffing numbers? • What are the rates of staff joining and leaving our service? • How can we organise our staff to ensure best use of skills and to maximise productivity? Characteristics & options NHS Integrated Service Improvement Programme

13. What type and numbers of staff will you need? • What services will make up the delivery of your model of care? • How will you identify the competencies that staff need to deliver the model of care? • How do these competencies translate into staff roles and numbers? • How does the workforce plan include and reflect new ways of working and new staff roles? • How does the workforce plan maximise the benefits of agenda for change etc? • How are you demonstrating compliance with WTD, equality and diversity legislation? • Where will your staff come from? • How can we find out what staff we have got? • What do you know about your current labour market? • What staff do we have available now? What is does the staff profile tell us? • How can we find out the current skills and competencies of the staff? • What plans are in place to deliver future staffing numbers? • What are the rates of staff joining and leaving our service? • How can we organise our staff to ensure best use of skills and to maximise productivity? NHS Integrated Service Improvement Programme

14. Activity • In groups, what activities will you undertake to respond to step 3 and 4? • What tools are available to help you? • 2-3 groups feedback NHS Integrated Service Improvement Programme

15. This is where you are now…. • You have a clear vision of service from ISIP or service plan, who, what, where, when and how – Step 1 • Have a good understanding of the how the workforce plan fits with the over all service vision – Step 2 • Decided what future workforce might look like – Step 3 • You know current workforce and their charactoristics/competencies – Step 4 • Next steps…… 5 and 6 NHS Integrated Service Improvement Programme

16. Step five – Gap analysis and action planning • Is the plan realistic, what will it cost? • Have we identified any gaps in demand and supply of staff? • How well do the skills and competencies match expected planned service need? • What can we change in the way we organise our current staff to address the gap? • Have we developed and tested a range of scenarios for delivery our planned future service? • What is the cost and benefit of implementing different scenarios? • How will you integrated this into the your mainstream project deliverables? Mapping, impact & options NHS Integrated Service Improvement Programme

17. Step six- Implementation and review • Moving from planning to delivery • What needs to happen to ensure the workforce plan is implemented? • How will we measure our progress towards the plans goals? • What actions are needed to stay on course if goals are not being met? • Who, how and when will the workforce plan be reviewed by to see if it needs to be reworked? • Who needs to do what? Measuring progress, review and organisational change NHS Integrated Service Improvement Programme

18. So what? • What activities do you need to undertake to implement step 5 and 6? • What top 5 actions are you going to take to implement this back in your organisation? NHS Integrated Service Improvement Programme

19. What resources are out there to help you? • NHS National Workforce Projects - Healthcare workforce portal – resource packs, e-learning, advice and guidance, benchmarking tools, examples of plans, capability development – www.healthcareworkforce.org.uk • NHS Employers – Large scale workforce programme – scenarios, best practice examples – www.nhsemployers.org.uk • Skills for Health – Competency frameworks e.g. CHD, diabetes – www.skillsforhealth.org.uk • Workforce Review Team – Workforce recommendations and analysis by care groups – www.healthcareworkforce.org.uk • National Diabetes Support Team – Advice and guidance – www.diabetes.nhs.uk NHS Integrated Service Improvement Programme